worker classification workforce development committee …...lattice provides multiple pathways to...
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Worker Classification Workforce Development
Committee Report
Prepared for the Interim Committees of the Legislative Assembly Related to Human Services
November 16, 2015
2.Worker Classification Workforce Development Committee Report
Contents
Executive summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Worker Classification-Workforce Development Committee . . . . . . . . . . . 4
Worker Classification — Workforce Development Committee Recruitment — Goals . . . . . 5
Worker Classification — Workforce Development Committee — Vision . . . . . . . . . . . 5
Report topics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
I. Ways to remove barriers for new homecare and personal
support workers to enter the workforce . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
II. Ways to increase the number of home care workers on the Registry
maintained by the OHCC as defined in ORS 410.604. . . . . . . . . . . . . . . . . . . . . 8
III. Implement strategies to create a career ladder/lattice for home care workers so they may
become better skilled and qualified to be exceptional home care workers. . . . . . . . . . . 9
IV. The feasibility and benefits of certifying home care workers . . . . . . . . . . . . . . .13
Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Appendix . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Oregon Home Care Commission trainings . . . . . . . . . . . . . . . . . . . . . . . . . .16
2015 Worker Classification Workforce Development Committee Report
Executive summarySenate Bill 774, passed during the 2015 legislative session, directs the Oregon Home
Care Commission (OHCC) to adopt a statewide plan to increase the workforce available
to provide in-home services to seniors, people with physical or intellectual/developmental
disabilities, and individuals experiencing mental illness. The OHCC, with the assistance of
before November 16, 2015.
Increasing the home care workforce is urgent for multiple reasons. The senior population
is the fastest growing population in the world. From 2009–2020, it is anticipated the senior
population in Oregon will increase by 57 percent. There is already a shortage of workers
available to provide assistance to individuals living at home, which will become even more
pronounced as the population ages and the ratio of available workers decreases.
wage and overtime protections to home care and personal support workers under the Fair
programs. As a result, additional homecare and personal support workers will be needed.
The increasing number of children eligible for services under the Community First Choice
the need for additional personal support workers to provide in-home community supports
and services.
Finally, the OHCC is implementing the new Homecare Choice Program, created with the
passage of Senate Bill 1542, that enables private pay individuals to purchase in-home ser-
vices through the OHCC registry. The OHCC is required to build and strengthen the home
those paying privately for services.
to enter the workforce;
b) Ways to increase the number of home care workers on the registry maintained
by the OHCC;
c) Strategies for creating a career ladder/lattice for home care workers; and
4.Worker Classification Workforce Development Committee Report
Worker Classification — Workforce Development Committee
Committee consists of in-home services consumers, stakeholders, community partners,
advocates, Oregon Home Care Commission Commissioners and subject matter experts with
Before passage of Senate Bill 774, the Oregon Home Care Commission (OHCC) began
• Area Agencies on Aging
Health Programs
• Clackamas County Workforce Investment Council
• Commissioners with the Oregon Home
Care Commission
• OHCC
• The Oregon Consortium and Oregon Workforce
Alliance
• Oregon Health Authority (OHA)
• Oregon Support Services Association
• State Independent Living Council
5.Worker Classification Workforce Development Committee Report
organizations, such as Workforce Oregon, county workforce investment boards and
community colleges.
attract individuals to join the home care workforce.
Worker Classification — Workforce Development Committee Recruitment — Goals
• Attract a committed and diverse workforce to
• Improve worker retention.
• Fully develop a career lattice.
• Provide professional development opportunities.
• Streamline worker onboarding process.
application through the Oregon Home Care
Worker Classification — Workforce Development Committee — Vision
Individuals will have access to supports and
trained and diverse workforce through the OHCC Registry.
6.Worker Classification Workforce Development Committee Report
Report topics
I. Ways to remove barriers for new homecare and personal support workers to enter the workforce
state have unintentionally limited homecare and personal support worker availability. The
-
cies and investing in technology, all of which will ease workload and allow staff to dedicate
more time to complete critical tasks.
the workforce. Homecare and personal support workers in Oregon receive a competitive
and career advancement opportunities.
The committee has identified new processes and plans to remove barriers to entry into the home care workforce.
A. Implement new member orientations through the OHCC that include online and
quarterly regional in-person options. This will make orientations more accessible and
the state. New member orientation will also be provided during recruitment events.
Until online orientations are available, the OHCC will work to establish a relation-
for a software solution for a learning management system for online orientation and
future trainings.
application through the registry, and a universal provider number and enrollment
process for home care and personal support workers. This will streamline the
7.Worker Classification Workforce Development Committee Report
enrollment process, eliminate redundancies and expand the workforce that is currently
As an example, if an individual currently would like to work for seniors and people
with disabilities, and individuals with intellectual/developmental disabilities, the
applicant would need to complete two separate enrollment processes and receive two
different provider numbers. Allowing for a universal provider number would increase
services. It also eliminates redundancies in the enrollment process, with strong poten-
tial for cost savings.
all applications and eliminating orientation waitlists. By implementing online and quar-
longer need to dedicate limited resources to conducting regular in-person orientations,
but rather facilitate the enrollment process without delay.
The OHCC develops local partnerships with the following organizations to help coor-
• Community colleges;
• Community mental health programs;
• Vocational Rehabilitation;
• Workforce boards; and
continues to coordinate events throughout the state.
developing a communication strategy that attracts workers from various communities,
and addresses the list of action items described in section II.
individual referral lists. This will offer individuals and families more homecare and
personal support workers from which to choose.
8.Worker Classification Workforce Development Committee Report
II. Ways to increase the number of home care workers on the Registry maintained by the OHCC as defined in ORS 410.604.
Approximately 2,000 home care workers are currently on the Registry who are looking
for work. It is anticipated that 1,900 additional home care workers will be required based
events will increase the number of home care workers on the Registry. One of the goals is
to attract a committed and diverse workforce. This can be accomplished through targeted
outreach and marketing. In Oregon, the typical home care worker is a white, non-Hispanic
• Recent high school graduates
• College enrollees
• Immigrant workers
• Individuals receiving assistance
• Second career workers
• Former or current family caregivers
• Workers with comparable job
experience in other areas
• Bilingual workers
• Culturally competent individuals
• Individuals living in rural and frontier
areas of the state
Marketing strategies
Another way to increase the number of home care workers is to invest in strategic
and posters;
• Creating a dedicated web landing
page for workforce development;
• Creating testimonial videos;
• Using social media;
in newspapers, social media, websites
and newsletters;
• Creating infographics detailing the
• Leveraging existing partnerships for
recruitment and promotion;
• Participating in radio and television
interviews; and
• Using search engine optimization for
online job seekers.
9.Worker Classification Workforce Development Committee Report
III. Implement strategies to create a career ladder/lattice for home care workers so they may become better skilled and qualified to be exceptional home care workers.
Career ladder versus career lattice
A career ladder differs from a career lattice because career ladders only provide for upward
or linear progression. A career lattice provides opportunities for growth or enrichment
within an existing position, lateral movement, realignment or vertical movement. The career
lattice provides multiple pathways to develop better-skilled workers, opportunities to attract
new workers and retain existing workers.
The OHCC career lattice provides opportunities for growth and skill development
through varied pathways allowing workers to broaden their knowledge and to develop
advanced skills.
Career Lattice
Personal HealthNavigator/Community
Health Worker
Enhanced Homecare
WorkerJob Coach
Enhanced/Exceptional
Personal Support Worker
Homecare WorkerHomecare Choice
WorkerPersonal Support
Worker
Professional development certification
10.Worker Classification Workforce Development Committee Report
competence for entry-level workers. Workers that complete the professional development
OHCC trainings
The OHCC offers 24 skill-based training courses ranging
from two to four hours in duration. (Please refer to the
trainings build upon the core competencies developed
person-centered skills using the core competency
framework. Some examples include skills related to
community engagement, job coaching, driver safety,
communication and supporting living skills.
years, more than 9,000 individual homecare and personal support workers attended training,
-
sional development recognition by participating in select trainings and maintaining Adult
training components.
Existing training certification programs
A blended training curriculum has been developed for most of the existing
A. Enhanced Homecare and Personal Support Worker Training
The curriculum is designed to develop skills related to critical thinking, person-cen-
tered practices, effective communication, dignity and respect, self-determination and
personal responsibility, medically driven supports and services, behaviorally driven
supports and services, safe intervention and de-escalation techniques, and professional
and ethical behaviors.
11.Worker Classification Workforce Development Committee Report
The curriculum includes topics such as roles and expectations, working in a multi-disci-
plinary health care team, social determinants of health, patient-centered care, commu-
nity engagement, health promotion, advocacy and communication.
Training certification program worker classification definitions
A. Enhanced homecare worker
An enhanced home care worker provides services to consumers who require medically
or training program approved by OHCC to be eligible for the enhanced hourly or
live-in wage.
B. Enhanced personal support worker
An enhanced personal support worker provides services to consumers who require
assessed per the Adult or Child Functional Needs Assessment Tool.
services to a consumer with enhanced service needs.
C. Exceptional personal support worker
An exceptional personal support worker provides services to consumers who require
extensive medical and/or behaviorally driven services and supports, beyond the en-
hanced services (provided by an enhanced personal support worker) as assessed per
the Functional Needs Assessment Tool, and requiring staff to be awake more than 20
hours in a 24 hour period.
behavioral services, the Oregon Intervention System (OIS) must certify the personal
support worker before providing services.
12.Worker Classification Workforce Development Committee Report
D. Community health worker
ethnicity, language, socioeconomic status and life experiences as those he or she serves.
-
ed care organization to deliver culturally appropriate health education that promotes,
maintains and improves individual and community health. They may provide informa-
tion on available resources, provide social support and informal counseling, advocate
for individuals and community health needs, and provide services such as blood pres-
sure and other health prevention screenings.
E. Job coach
Job coaches are personal support workers who provide job coaching services to
curriculum for job coaches.
Professional development certification and requirements
services and skills trainings.
who successfully complete the program. Homecare and personal support workers in the
Workers are required to achieve a set standard of attendance and must maintain a valid
The OHCC may approve recommendations from the homecare or personal support worker
-
differential, the parties to the collective bargaining agreement must meet and confer to keep
the cost of the training differential within available funds.
13.Worker Classification Workforce Development Committee Report
IV. The feasibility and benefits of certifying home care workers
Benefits of certifying homecare and personal support workers
services received by seniors and people with disabilities. This will set the foundation for a
competent, skilled workforce that leads to higher quality of care for consumers receiving
in-home services.
Certifying the workforce may also provide a structure for wage increases based on training.
competency-based training that improves job quality through the development of new
skills, improves retention, improves worker and consumer safety, and leads to successful
Finally, certifying the workforce provides a mechanism to receive increased federal funding
tied to training and the Registry.
New federal funding options
1. Training funding options
-
termine the service payment rate; and
access additional funding.
-
able for the establishment and maintenance of registries and is reimbursed as an admin-
to determine what actions would be required for reimbursement.
14.Worker Classification Workforce Development Committee Report
Feasibility of certifying homecare and personal support workers
competency criteria.
training requirements.
Certifying a workforce, however, is not isolated to training requirements. There must be an
-
around credentialing and payment systems.
Outstanding questions that may present challenges related to certifying homecare and
1. Will family members be required
requirements?
2. Will there be exemptions?
to workers who seek employment
through the registry?
4. Will there be continuing education
requirements?
through statute, bargaining or both?
support workers receive a higher rate
of pay?
7. How will certifying the workforce
be funded?
15.Worker Classification Workforce Development Committee Report
Conclusion
strategies to increase the home care workforce available on the Registry. Improvements
recruitment and enrollment process using technology and current resources. This can be
accomplished by offering online and quarterly regional in-person orientations, revising the
a pathway to a single online application through the Registry and universal provider number.
Ongoing marketing, outreach and recruitment events will attract new workers to the
registry. Providing a career lattice will offer additional opportunities for skill development
home care workforce, and will improve retention for existing homecare and personal
support workers.
Providing on-going trainings to local
Registry will increase the number of
workers available to serve seniors and
people with disabilities, individuals
with inellectual/developmental disabil-
ities, and individuals experiencing
mental illness. The elimination of
individual referral lists maintained by
are available for referral.
The OHCC has been successful in
creating a career lattice and compre-
hensive training program. It is feasible
that the OHCC, in partnership with
stakeholders and subject matter
experts, can create a comprehensive
16.Worker Classification Workforce Development Committee Report
Appendix
Oregon Home Care Commission trainings
Course Description Class
Length
in
hours
Bathing & Grooming This class covers skills in personal care activities of bathing, shaving,
skin care & grooming. Focus is on using person-centered values and
techniques. A video demonstrating hands-on care is shown.
3.5
Blindness & Low Vision An overview of eye diseases and definitions of low vision and vision
loss; techniques for working with someone sight-impaired and helping
someone to live independently. Resources and adaptive equipment for
the home are demonstrated and/or discussed.
3
Challenging Behaviors COMPASS is a multi-session course that creates a safety and wellness
team. Workers learn about caring for their own health and safety,
safe work practices, healthy eating, reducing hazards, communication
techniques, and receive support from teammates on challenges.
3
Dementia & Alzheimer’s Understanding the disease process; hands-on techniques; tips for the
details and dilemmas of daily care and establishing realistic expecta-
tions; finding ways to Enjoy Being Together.
4
Diabetes By the
Numbers
Definitions and diagnosis of diabetes; warning signs and how the
disease affects the body; meal planning and portion control; regular
monitoring and daily care in controlling the disease.
3.5
Durable Medical
Equipment
Helpful ideas for choosing, fitting and using equipment devices.
Class will provide some demonstrations and practice.
3
Everyone
Communicates
Effective communication partner strategies that make a positive impact
on the people you support with Intellectual and Developmental Disabil-
ities who experience communication challenges. Also includes an
introduction to communicating with individuals who use augmentative
or alternative communication systems or devices.
4
End of Life Care A comprehensive overview of end of life planning and care.
Content includes: the dying process; pain and symptom
considerations; advanced planning; and common spiritual,
emotional and social concerns.
4
17.Worker Classification Workforce Development Committee Report
Grief and Loss Process of grief, myths and realities of grief and loss; how to help
another; compassion fatigue; practical issues of provider grief; and
self-care.
3.5
Heart Healthy How the heart works, common heart problems, monitoring blood
pressure, recognizing heart emergencies; and creating a heart
healthy lifestyle.
3
Helping Caregivers
Fight Fraud & Abuse
Recognizing & reporting Medicare & Medicaid fraud; identity theft;
recognizing and reporting abuse & neglect of vulnerable adults. Also
covered is the role of the caregiver, communication techniques, and
some problem solving around these issues.
3.5
Keeping It Professional The role of workers in maintaining professional boundaries and
working with the task list or job description. The class also covers
recordkeeping and principles of confidentiality.
3.5
Diversity Awareness:
Challenges Facing
Lesbian, Gay, Bisexual,
Transgender Adults
Understanding and awareness of LGBT issues and healthcare
challenges; terms and definitions; how to create a welcoming and
inclusive working relationship.
3
Medication Safety Types of medications; effects medications have on the body; risks and
warning signs; documentation; storage and disposal; and role of the
worker. Emphasis is on assisting a consumer who manages his/her
own medications.
3
MoneyWise Personal money management; identifying personal priorities;
developing a budget; money-saving ideas; recordkeeping.
3
Nutrition Basics Foundations of good nutrition; meal planning; nutrient categories;
meal balance using person-centered strategies and tools to promote
informed choices; common nutrition-related concerns.
4
Protect Against Sprains
& Strains
Basics of good body mechanics; how to minimize risks to avoid and/
or prevent sprain and strain injuries; best practices in workplace
activities; review of assistive equipment.
3.5
Preventing Disease
Transmission
Causes of infectious diseases and routes of transmission; reducing
risks; best practices in housekeeping and caregiving to prevent the
spread of diseases.
2
Respiratory Care:
Oxygen to Ventilators
Understanding end-stage respiratory diseases; symptoms and warning
signs; basics on the use of oxygen and other respiratory equipment.
Does not teach ventilator operation.
3.5
Ready Set Work Using the Registry & Referral System; taking a professional approach
to finding and getting work; interviewing; and establishing an
employment arrangement.
4
18.Worker Classification Workforce Development Committee Report
Substance Abuse
Awareness
A review of the Home Care Commission policy on maintaining a
drug-free workplace. This training also covers common drugs and their
affects, resources for treatment, the role of the homecare worker.
3
SMART: Stress
Management and
Relaxation Techniques
Understanding stress and its affects; recognizing signs and symptoms;
identifying triggers; techniques for coping with stress.
3
TRIPS: Taking Respon-
sibility in Personal
Safety
Practical ideas for preventing injuries from slips and trips in the
home and assessing risk factors; assisting someone in planning and
preparing for emergencies, including the role of the in-home worker;
safe driving tips. Emphasis is on caregivers assisting others in their
own homes.
3
Working Together:
Making the Most of the
Employer /Employee
Relationship
Assertive communication and problem solving techniques for employ-
ers who are seniors and people with physical disabilities & workers;
clarifying expectations and sharing information in the interview and
during a working relationship; developing an employment agreement.
Also includes person-directed values, language and empowerment.
3
SDS 9768
This document can be provided upon request in an
alternate format for individuals with disabilities or in
format or language, contact the Oregon Home Care
Commission at 877-624-6080.